Statutory Notice Period for Employment Contracts in Rijswijk
For residents of Rijswijk, the statutory notice period for employment contracts is a crucial rule when terminating an indefinite-term job. This minimum period, established in Dutch legislation, applies when an employer or employee in Rijswijk wishes to terminate the agreement. It provides protection against sudden dismissals and ensures a smooth transition, for example, at local companies in the Hague region. The duration varies with the length of service, and collective bargaining agreements (CBAs) may prescribe longer periods, but never shorter than the statutory minimum. In Rijswijk, you can seek personal advice from The Legal Aid Office Rijswijk.
What Does the Statutory Notice Period Mean for Rijswijk?
This notice period is a mandatory timeframe between the notice of termination and the actual end of the employment contract. It protects employees in Rijswijk by allowing time to find a new job, and employers by providing space to arrange a replacement. It applies only to permanent contracts; temporary contracts expire on the agreed date, unless extended through the Municipality of Rijswijk or the employer.
In practice, the period starts on the first of the month following the notice, except in cases of mutual agreements. Always provide notice in writing, ideally via registered mail or email with confirmation, to avoid disputes—especially relevant in proceedings at the Rijswijk District Court.
Legal Basis for Employment Contracts in Rijswijk
The statutory notice period for employment contracts is regulated in the Dutch Civil Code (BW), Book 7, Title 10. Article 7:672 BW sets the periods for employers, while Article 7:673 BW establishes a standard of one month for employees, unless the contract in Rijswijk specifies a longer period.
Employers in Rijswijk must follow a notice period that increases with seniority, as outlined in Article 7:672(2) BW. CBAs or individual agreements may extend it, but not shorten it. In cases of dismissal for urgent reasons (Article 7:677 BW), the contract ends immediately, without a notice period. The Work and Security Act (WWZ) since 2015 adds stricter dismissal rules; for grounds, see our article on dismissal grounds. Local support is available at The Legal Aid Office Rijswijk.
Notice Period from the Employer in Rijswijk
Employers in Rijswijk must observe a longer notice period to protect employees. The minimum duration depends on the years of service and is as follows:
| Length of Employment | Statutory Notice Period |
|---|---|
| Less than 6 months | 1 month |
| 6 months to 1 year | 1 month |
| 1 to 5 years | 1 month and 1 week |
| 5 to 10 years | 1 month and 2 weeks |
| 10 to 15 years | 1 month and 1 month |
| 15 years or longer | 1 month and 1 month and 1 week |
The period begins on the first of the month after notice. For example, if a Rijswijk employer gives notice on March 15 to an employee with 7 years of service, the contract ends on May 1 (1 month and 2 weeks from April 1). The Rijswijk District Court may be involved in procedures.
Notice Period from the Employee in Rijswijk
Employees in Rijswijk have a standard one-month notice period under Article 7:673 BW. Contracts or CBAs may extend this to two or three months, but not shorten it. This helps employers in Rijswijk find successors.
Important: Employees can resign freely without permission, unlike employers who often need approval from the Employee Insurance Agency (UWV) or the subdistrict court via the Rijswijk District Court. See Employee Notice Period for details.
Practical Examples for Rijswijk
Suppose you work for a Rijswijk organization with 8 years of experience and there is a reorganization. Notice on June 10 means a period of 1 month and 2 weeks from July 1, so the contract ends on August 15. You must continue working unless otherwise agreed with the Municipality of Rijswijk or the employer.
If you, as an employee with a one-month period, resign on April 20, it ends on June 1. With a two-month period, it runs until July 1. Employers in Rijswijk cannot impose a notice prohibition that exceeds the law without consent. In cases of non-competition clauses, the period affects the duration; see non-competition clause.
Rights and Obligations in Rijswijk
Employee Rights:
- Continue working and receive salary during the period.
- If dismissal is unjustified: Claim a transition payment (Article 7:673a BW) via the Rijswijk District Court.
- Time off for job applications (up to 10% of hours, with pay).
Employee Obligations:
- Provide notice in writing.
- Work reasonably; avoid disruptions.
- Accept garden leave if agreed.
Employer Rights:
- Terminate with notice and follow procedures (via UWV or Rijswijk District Court).
- Transition payment in valid dismissal cases.
For help in Rijswijk, contact The Legal Aid Office Rijswijk.
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